Good practice

Divulgação da Brecha Salarial de Género por Empregador na Austrália – WGEA (2024)

Australia · Sydney · See the Australia profile

Primeira divulgação pública das brechas salariais de género para ~5.000 empregadores privados australianos (>=100 trabalhadores), publicada a 27 de fevereiro de 2024. Brecha mediana: 9,1%; 62% pagam aos homens mais de 5% do que às mulheres. 51% dos empregadores reduziram a brecha em 2024-25.

9.1%

Disparidade salarial de género mediana por empregador (2024)

62%

Empregadores que pagam aos homens mais de 5% acima

51%

Empregadores que reduziram a sua disparidade (2024–25)

Details

Maturity: Established
Promoter: Workplace Gender Equality Agency (WGEA)
Period: 2023-present
Keywords: pay equity, pay transparency, gender pay gap, employer reporting, economic participation

Context

A Agência de Igualdade de Género no Local de Trabalho (WGEA) da Austrália publicou, pela primeira vez, em 27 de fevereiro de 2024, as disparidades salariais medianas de género de cerca de 5 000 empregadores (com 100 ou mais trabalhadores).

Results

A disparidade mediana por empregador foi de 9,1%, 62% dos empregadores pagavam aos homens mais de 5% acima das mulheres e 51% dos empregadores reduziram a sua disparidade em 2024–25, ao abrigo deste mecanismo estatutário anual.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

Where this practice's information was retrieved from, and when.

C-NAPSE web research — accessed 2026-06-21
Workplace Gender Equality Agency (WGEA) — accessed 2026-06-21
WGEA: Employer gender pay gaps published for the first time (Feb 2024) — accessed 2026-06-21
Minister Gallagher: Employer gender pay gaps published for the first time — accessed 2026-06-21

Quality score: 96/100

How is this calculated?

Evidence: Observational / pre–post

Top 4% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability2/3

The EU Pay Transparency Directive (2023/970/EU) and similar laws in the UK and Ireland demonstrate that employer-level pay gap disclosure is replicable across jurisdictions.

Impact on gender equality1/1

First-ever employer-level disclosure covering 5 million workers catalysed action; national gap fell 0.7 pp to 21.1% in 2024-25 following publication.

Effectiveness1/1

Published ~5,000 employer pay profiles as intended; WGEA confirmed observable shift in employer focus in the year following first disclosure.

Efficiency1/1

Built on existing WGEA reporting infrastructure at low marginal cost relative to AUD 51.8 billion estimated annual economic cost of the gender pay gap.

Evaluated outcomes1/1

WGEA Annual Gender Equality Scorecard (2024-25) provides quantitative evaluation; ministerial release (Ministers PMC) independently corroborates findings.

Sustainability1/1

Annual reporting mandated under the Workplace Gender Equality Act 2012 (amended 2023); permanent statutory mechanism with no sunset clause.

Achievement / evidence1/1

27 February 2024 first-ever publication: nearly 5,000 employer profiles accessible via WGEA Data Explorer; 51% of employers reduced gaps year-on-year by 2024-25.

Gender-mainstreaming embedding1/1

Employer-level pay transparency embedded as a mandatory corporate governance and reporting requirement, structurally linking pay decisions to gender accountability.

Curator validation1/1

Official government regulator (WGEA) publishes the data; independently documented in Australian ministerial media release (ministers.pmc.gov.au); wide media coverage.

Cite this

Evidoria. Divulgação da Brecha Salarial de Género por Empregador na Austrália – WGEA (2024). Persistent ID: 44b818d6-d28a-4c1a-b604-05840ecbd601.

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